Transforming Our Workplace: Its Time OBJECTIVES Describe - - PowerPoint PPT Presentation

Transforming Our Workplace: It’s Time

• Describe harassment and gender-based career

disparities in healthcare

• Highlight the case for equity and safety
• Discuss individual & institutional solutions
• Introduce TIME’S UP Healthcare

OBJECTIVES

Nearly 50% of Medical Students Experience Harassment BEFORE Starting Their Career

JAMA Internal Medicine 2017; 177 (7): 1033–1036

Perceived Discrimination Experienced by Physician Mothers and Desired Workplace Changes

RETENTION & PROMOTION WOMEN

Leak is much worse for racial/ethnic minorities

Plenty of moustaches but not enough women: cross sectional study

• f medical leaders.

BMJ 2015;351:h6311

UNEXPLAINED $19,878 DIFFERENCE IN SALARY

Sex Differences in Physician Salary in US Public Medical Schools JAMA Intern Med. 2016; 176(9):1294-1304

COMPENSATION

Replicated in

• ther studies

across health professions (nursing, dentistry, physician assistants)

Patients treated by female physicians had lower odds of death and readmission compared with patients cared for by male physicians THE CLINICAL CASE Female patients experienced better

• utcomes in EDs that

have a higher percentage of female

• physicians. This

relationship was particularly true for patients treated by male physicians.

DONABEDIAN’S MODEL

STRUCTURE PROCESS OUTCOME

Standardized policies, procedures, and resources to prevent and intervene in bias, discrimination and harassment Adequate staffing to support prevention, surveillance, and investigatory activities Adequate and safe reporting pathways Routine education of the entire workforce Process measures to ensure existing policies and procedures are implemented effectively Root cause analysis of harassment cases Organizational and cultural restructuring to avoid steep, vertical hierarchies Occurrence of harassment & discrimination Equity in compensation, promotion, leadership Attrition rates of women and underrepresented minorities Number of formal complaints, investigations, lawsuits Sanctions against confirmed transgressors

Womens Health Issues. 2017 ; 27(3): 374–381

• Donors
• Funders of research and

educational programs

• Public and patients
• Academic and professional
• rganizations
• TIME’S UP Healthcare
• Visible prioritization from

highest leadership

• Accountability to the

community

• Targets for change

known

• Progress shared
• “Champions” of change

INTERNAL EXTERNAL

DRIVERS OF CHANGE

• An initiative of the TIME’S

UP Foundation, a 501(c)3

• rganization
• 50 founding members
• 14 advisors
• Medicine, nursing, research,

healthcare administration, non-profit, and service

• Raise awareness and knowledge about

inequity and harassment and their effect

• n healthcare
• Make equity, inclusion, and safety

central, visible, and urgent priorities

• Unify efforts across healthcare
• rganizations and disciplines
• Improve standards for institutional

responses to inequity and harassment

• Provide support for moving from

structures to processes to outcomes

• Support & improve protections for

targets of harassment

Ways to Get Involved

• Sponsors
• Partners
• Signatories
• Allies
• Social Media

• This is a problem for EVERYONE in healthcare
• Each institution bears the responsibility for

addressing inequity and harassment and creating a workplace that is safe, equitable, and dignified

• TIME’S UP Healthcare, along with other
• rganizations, will support, encourage, raise

standards, and shine a light on challenges and successes

CONCLUSIONS

Thank You!